Julie Gold, Leadership and Professional Development Coach, enjoys speaking with trainees individually and in groups in order to help them make the most of their time at the NIH. Whether speaking with a post-doc about challenges affecting his work, practicing spoken English with a grad student, or helping a post-bac strengthen her leadership skills, Julie enjoys tapping her expertise both as a clinical social worker and professional actor to help trainees move forward.
Guest author: Shawn Mullen, PhD, Deputy Director, Office of Postdoctoral Services, Office of Intramural Training & Education (OITE)
LinkedIn can be a powerful tool in developing and maintaining a professional network. If used properly it will afford you a means to tap into potential collaborative relationships, investigate career paths, and often, establish connections that will ultimately help you find that next great position.
As someone whose professional focus is providing fellows with resources and helping them to develop career skills, I work with many fellows who are currently using this networking technology. However, I think more fellows can further tap into LinkedIn’s potential to aid you in establishing key, and potentially fruitful, connections.
While you could spend days reading articles and blogs that discuss using LinkedIn in awe-inspiring ways, what you actually need to keep in mind as you use LinkedIn to build your professional network are two simple concepts: to act strategically and to remember your manners.
LinkedIn is about being strategic and establishing quality connections that will deliver results over time. Before impetuously sending an invitation to someone to join your network (and mind you, this is very easy to do, what with LinkedIn’s convenient “People You May Know” function tempting you to hit “invite” as if it were some irresistible death-by-chocolate desert), ask yourself, “Would establishing this connection provide mutual benefit over time?” Remember, it is what both of you bring to the table that will make it a worthwhile contact.
Once you make the strategic decision that this person would be a good contact, etiquette comes into play. First and foremost, avoid sending the “out of the blue invite.” My mother taught me never to accept invitations from strangers, and for the most part that bit of advice has worked well for me since childhood. Lay the groundwork before you send that invitation. Use a mutual contact to introduce you. If no mutual contact exists, e-mail or phone, to introduce yourself and discuss your objectives. Once a dialogue has been established you can ask to send an invitation.
The other piece of etiquette you should follow is to always—let me say that again for those way in the back: ALWAYS—personalize your invite. Avoid the default language that is provided. Even (or perhaps especially) if you are good friends with the person and eat lunch with them every day, personalize the invite. Remind them of where and when you met, and include your reasoning for why you think that being in one another’s network would be mutually beneficial. A little personalized attention goes a long way in establishing connections, even electronic ones.
Dr. Yolanda Mock Hawkins currently serves as the director of the NIH Academy which is a post-baccalaureate program which allows recent college graduates the opportunity to conduct biomedical research with world-renowned scientists as well as enhance their knowledge of health disparities.
Prior to assuming this position Dr. Mock Hawkins led and coordinated scientific recruitment efforts at the National Institute on Aging (NIA) Intramural Research Program as the biomedical recruiter from 1999 – 2004.
After receiving her undergraduate degree from Fisk University, Dr. Mock Hawkins went on to Texas Southern University, where she obtained an M.S. in Biology. In 1994, she graduated with a Ph.D. in Biomedical Sciences from Meharry Medical College in Nashville, TN. Her thesis was on the “Identification and Characterization of Protein Kinase C (PKC) Isoforms in Normal and Keloid-Derived Fibroblasts.” Dr. Mock Hawkins conducted postdoctoral research at the NIA under the mentorship of Dr. George Roth between 1994 and 1998, in NIA’s Laboratory of Cellular and Molecular Biology, in the Molecular Physiology and Genetics section. Mock Hawkins served as a program analyst at NIA in the Office of the Director from 1998-1999. She has reviewed grant applications for NSF and served on numerous NIH committees, as well taught at the collegiate level. She is also a member of Alpha Kappa Alpha Sorority, Inc.
Yesterday’s historic vote on overhauling the health care system in the U.S. could not have been much closer. The final vote in the House of Representatives on Sunday was 219-to-212, with Republicans voting unanimously against the bill.
The tensions rife throughout this debate are illuminated by the language used to describe it:
– “an epic political battle” (NY Times, March 22, 2010)
– “a tortuous campaign” (LA Times, March 22, 2010)
– “a critical logjam” (Chicago Tribune, March 21, 2010)
Consider for a moment disagreements you’ve had with peers or supervisors, students or faculty, friends or family. While your disagreements may not have been on the same scale as the national health care debate, you may have felt misunderstood–or may have experienced a complete lack of understanding of a particular viewpoint with which you disagreed.
When you find yourself worrying about a disagreement, remember that the NIH Office of the Ombudsman provides a free, confidential resource to assist NIH trainees and employees in addressing concerns and resolving conflicts. The Office is often called upon to provide guidance in difficult, longstanding conflicts; they are also a great place to go to talk things out at the first sign of a complicated situation. The Ombudsman’s Office is happy to speak to NIH employees who work on every campus—phone appointments are possible. To learn more, visit http://ombudsman.nih.gov/ or call (301) 594-7231.
Another helpful resource that can help you gain insight into yourself and others is the Myers-Briggs Type Indicator (MBTI®). By helping you understand they way you and others process information and interact with the world, this assessment can help you express your own views in ways that can really be heard. In the MBTI, there are no “right” or “wrong” answers. This assessment simply represents a way to understand our personalities more fully. Understanding difference can then lead to more effective communication with those around you.
This valuable resource is offered free of charge through the OITE for all trainees. MBTI seminars are offered regularly throughout the year. Watch your inbox for an invitation to the next one (Bethesda) which will be on April 15th from 9:00am-12:00pm.
Friday, March 19, 2010
12:00 pm – 1:00 pm
Guest: Sharon L. Milgram, Ph.D.
Director, NIH Office of Intramural Training and Education
Join us to chat online about careers. Have your questions and concerns answered without leaving your desk!
You may visit the chat site now to set an email reminder for yourself to ring 3 hours, 1 hour, or 15 minutes before the chat begins:
To participate in the chat, simply visit the same link at the time and date listed above.
Once the chat begins, you will have the opportunity to submit your career-related questions or concerns for Dr. Milgram to answer. Don’t miss this opportunity to speak directly with someone dedicated to improving your training experience at the NIH!
As a Career Counselor within OITE, I enjoy working with postbacs, graduate students, postdocs and clinical fellows throughout all stages of the career planning and job search process.
Before joining OITE, I counseled undergraduate and graduate students and post-docs for ten years in the Johns Hopkins Career Center for the Krieger School of Arts & Sciences and the Whiting School of Engineering.
Previously, I worked as the Director of Career, Counseling and Learning Services at the University of Maryland University College where I managed a staff of career counselors, math and writing tutors and student peer advisors. As Program Director for Experiential Learning at University of Maryland, College Park I helped students gain academic credit for cooperative education experiences and internships.
My experience includes teaching and coaching adult students to develop portfolios to gain college level credit in a variety of disciplines at University of Maryland University College.
I have also had career counseling and consultation experience at the American University, the Council for Adult and Experiential Learning (CAEL) and in private practice.
Earlier in my career I counseled disabled students in various career-related co-op and internship placements at Genesee Community College.
My Bachelor’s degree is in English (being a reformed Chemistry major) from Nazareth College of Rochester and my Master’s degree is in Counseling from the State University of New York College at Brockport. My certifications include National Certified Counselor (NCC), National Certified Career Counselor (NCCC) and Maryland Licensed Clinical Professional Counselor (LCPC).
I’m happy to meet with fellows who are looking for help with CV, resume, and interviewing skills, as well as considering new career options or just getting started on planning their next career steps I am also interested in assertive communication issues and concerns in the workplace
Our appointment e-mail address is OITE-Careers@od.nih.gov.
All the best,
Guest Writer: Elaine Diggs, NCC, Career Counselor in OITE’s Career Center
Last week I was introduced on this blog, and I commented that I was eager to work together with graduate students and fellows to help you “build your career (and) shape the future.” Since I spend considerable time helping trainees who are job hunting , I thought it might be helpful to list some of the common errors I see in reviewing trainees’ job application materials.
Error #1: Curriculum Vitae (C.V.) are used inappropriately when applying for non-academic positions.
Because you have always studied and worked in academic settings, the format you naturally think to use when applying for a job, albeit in an academic setting or any other work setting, is the c.v. But there are differences in both the form and function of the c.v. vs. the resume. Lori Conlan, Director of OITE’s Office of Postdoctoral Services, gave an excellent workshop at the start of the current academic year on the differences between c.v.’s and resumes and when to use each. Taking a few minutes to review her slides from that workshop might be a wise investment of your time.
Error #2: Letters of application (commonly known as cover letters) do not address specifically how your background fits the qualifications of the job.
The purpose of a cover letter is to arouse the interest of the reader in your educational and experiential background, and how that background could be used to help solve a problem a department or an organization is facing. So, the letter is a piece of persuasive writing, not merely descriptive. You are trying to persuade the employer to invite you for an interview, to sell yourself as someone who is well-qualified for the position and who should be hired. It is necessary, but not sufficient, to describe the research you have been doing here at the NIH and in prior laboratory settings. If you fail to make a direct link between what you can offer and what the employer needs to have done, as specified in the position description, however, you will most likely be passed over. Although it may seem to you to be stating the obvious and belaboring the point, s-p-e-l-l out specifically the connection between the organization’s needs and your education, skills and experience. When requesting a critique of your letter of application, bring both the job description and your letter to the Career Services Center, and either Career Counselor Anne Kirchgessner or I will be glad to review your letter.
I look forward to sharing some other common errors and their solution in future posts to this blog. Stay tuned!
Elaine Diggs . . . to be continued